• Journal of Family Resource Management and Policy Review
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• v.15 no.2
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• pp.63-84
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• 2011

This qualitative case study focused on the workers' flexibility needs. We selected eight full-time workers from one 2009 family friendly certified firm for observation and in-depth interview. The workers are categorized into three groups; male employees with housewives, double income family workers depending on extended family, and double income family workers depending on paid babysitter. The spouse's work status and informal extended familial support to child care were crucial factors to influence their work family life styles and flexibility needs. The flex time is the most desirable everyday needs for the dual working child caring parents depending on the paid help. And the female workers' concerned about the stigma effect of the institutionalized flexibility use of the inferior labors.

• Journal of Families and Better Life
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• v.29 no.6
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• pp.123-136
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• 2011

Korean workplaces can and should reflect the realities of the 21st century workforce. Leading companies try to plan and implement family-friendly policies for their employees, but most of them in fact do not offer family-friendly policies or offer only a few such policies. Therefore, this study seeks to suggest policies that can lead to better family-friendly cultures at workplaces. A family-friendly company culture allows for a better work-life balance, including flexible schedules and generous family-leave policies. This study suggests a family-friendly committee for work-life balance and a role for the government as a leading organization.

• The Journal of the Korea Contents Association
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• v.8 no.9
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• pp.150-165
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• 2008

We examine how women entrepreneurs in contents business experience work/family role conflict and then reveal what kind of conflict management strategies they adopt in varying external and internal conditions. A critical problem faced by female entrepreneur is the tension that exists between their personal lives and business role. This tension is viewed as a form of inter-role conflict in which the role pressure from work and family competes for women's limited time and energy. First, we probe the content and nature of work- family role conflict on the part of female entrepreneurs. Second, we closely look at the three strategies of work/family role manipulation. Family role reduction strategy, work role reduction strategy, and work/family role sharing strategy are identified. Third, we discuss how the choice of the three strategies is affected by internal family salience and the external resources including spouse, family, and financial resources.

• Journal of Family Resource Management and Policy Review
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• v.26 no.2
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• pp.19-36
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• 2022

The purpose of this study was (a) to identify latent profiles among employed Korean mothers of third graders based on work-family conflict, work-family enrichment, work-parenting conflict, and work-parenting enrichment, (b) to examine the antecedents of profile membership at the individual, family, work, and community levels, and (c) to investigate the differences in the various psychological outcomes across the profiles. The sample of 451 married employed mothers was a subset of data from the 10th Wave of the Panel Study of Korean Children, which was collected in 2017 when the focal child was in the third grade. Our latent profile analysis suggested a three-profile model that comprised enriched (11.91%), moderate (47.85%), and mixed (40.24%) profiles. The significant antecedents of profile membership were subjective health status, the child's adjustment to school, working hours, the community's suitability for childrearing, and satisfaction with community service facilities. Regarding psychological outcomes, the levels of life satisfaction, marital satisfaction, and job satisfaction were higher in the following order: enriched, moderate, and mixed profiles. The levels of depressive symptoms were in the reverse order: mixed, moderate, and enriched profiles. This study contributes to a comprehensive understanding of the literature on work-family interactions by considering various predictors and outcomes at multiple levels.

• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.271-279
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• 2015

The purpose of this research is to verify the impact of job stress on turn over intention among the married workers in small and medium sized enterprises in South Korea, as well as to examine mediation effect of work-family conflict between the two variables. For this research, 135 workers were selected through a web-based survey from February to March, 2015. As results, job stress was statistically influential on turnover intention and work-family conflict. Work-family conflict implied the partial mediation effect of turnover intention, with both direct and indirect impacts on depression. The findings suggest that preventive programs against job stress and work-family conflict, such as Employee Assistance Programs(EAPs), should be launched in order to reduce the problems. Korean government must legislate for family-friendly work environment to help company could activate the assistance programs for the employees who suffer from the work-family conflicts.

• Korean Journal of Social Welfare
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• v.61 no.2
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• pp.349-370
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• 2009

This study examines the perceptions on work-family balance and compares the differences of diverse groups in Korea. The success of work-family policies depends on employees' perceptions of both the tangible and intangible aspects of work-family supportiveness. A survey was conducted to produce a instrument that could measure the perceptions of work-family balance. The survey is a conducted random sample, with random selection of respondents who are working and over the age of 25 in Seoul and the metropolitan area. The research design employed ANOVA to compare the perceptions on work-family policies for supporting work-life balance in society. There was a difference in spillover levels between workers in different groups such as gender, employment status, age, the number of children, family type by employment status, company size, and industry. The findings will inform policy-makers as they continue to develop policies that positively affect working people.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.2
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• pp.545-559
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• 2016

This study examined the work-family compatibility experience of married nurses. The participants of this research were 7 registered nurses who are on the expanding stage of their family life cycle. Data were collected by individual in-depth interviews from June 10 to November 30, 2015 and analyzed using phenomenological methodology by Colaizzi (1978). The results showed that the work-family compatibility experience of married nurses may be categorized into 4 categories, 'the reality of work and parenting', 'external and internal conflicts about the compatibility of work and parenting', 'compromise with reality for solving the difficulty of compatibility', 'growing desire and efforts for compatibility', and may be identified with 12 theme clusters and 29 themes. The worthiness as a professional woman and happiness in child rearing are the driving force of the compatibility of work and family in married nurses. Therefore, the continued support of government policies and family is important for married nurses to maintain work and family balance.

• Korean Journal of Culture and Social Issue
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• v.21 no.2
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• pp.253-277
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• 2015

The purpose of this study was to identify work-family balance values(work-family centrality, marriage value, child-care value, work value etc) in Korea, Japan and U. K.. Moreover, This article investigated the attitudinal generational gap in each countries. Participants were 311 Korean, 324 Japanese and 322 English married working women, who were in the thirties fifties. The major findings of this study were as follows. Compared to Japan and U. K., Korean married working women were more work-centered and likely to seek for extrinsic work value as well as intrinsic work value. While they were highly thought that a woman should work despite of her marriage, it was also strongly concerned if their work negatively affected family life, they should be better to quit their job. These results showed that conservative-liberal values were coexisted in Korean participants. Secondly, U. K. participants were more centered on the family-oriented value and thought that women were not necessary to work in work-family conflict, in comparison to Korean and Japanese. As a result of cluster analysis, they were a lot distributed in 'woman's family care oriented group' which was weigh on woman's role as a family care giver as well as 'family value oriented group'. Thirdly, Japan participants not only were less family-centered but also less work-centered. In the similar vein, they were less motivated and oriented to all of intrinsic and extrinsic work values compared with participants in Koran and U. K. On the other hand, Japanese participants, in sharp contrast to Korean, had a liberal viewpoint in work-family related values, such as woman's work, career break caused by work-family conflict, and family values. We were trying to interpret these results in consideration of socio-economic-politic as well as psychological aspects.

• The Journal of the Korea Contents Association
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• v.19 no.12
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• pp.101-112
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• 2019

The purpose of this study is to examine the availability of family-friendly systems for female workers with children under elementary school, and to verify that the availability of family-friendly systems can mitigate the negative effects of workplace-home conflicts on family and work-life satisfaction. To this end, data of 538 female employees with children younger than elementary school students were analyzed using the sixth data of the Korean Women Manager Panel. According to the analysis, the type of family-friendly system such as time flexibility system, career flexibility system, and worker support system all showed significant adjustment effect in relation to workplace-family conflict and work life satisfaction. The career flexibility system was the only one that showed a control effect on family life satisfaction. To help talented female workers work for their children without severing their careers, the government proposed active support for businesses and the government to help them use the family-friendly system.

• Culinary science and hospitality research
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• v.20 no.5
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• pp.52-58
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• 2014

The aim of the present study is to investigate the structural relationships of organizational work-family support, job satisfaction, organizational commitment and turnover intention among Korean hotel employees. In order to achieve the study goal, frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and covariance structure analysis were undertaken using SPSS(18.0) and AMOS(18.0). The result shows that organizational work-family support has a significantly positive effect on job satisfaction and it also positively impacts on organizational commitment. However, it doesn't have any significant effect on turnover intention. This study also suggests that each of job satisfaction and organizational commitment has a significantly negative effect on turnover intention. Through the abovementioned results, we can find out that each of job satisfaction and organizational commitment can completely mediate the relationship between organizational work-family support and turnover intention.